Questions on Apprenticeship Training within the Steel Industry
Questions on Apprenticeship Training within the Steel Industry
Describe two ways in which SFIL gains by starting apprentices at a young age. (2 marks). One way the company gains from training apprentices at a young age is by ensuring that it has a future workforce that is skilled according to its own superior standards. The second way the company benefits is by having government funding to train these young people, who ultimately end up benefiting the company and gaining successful careers themselves.
Using examples from the case study, explain the difference between ‘on-the-job’ and ‘off-the-job’ training. (4 marks) One difference is that ‘On-the-job’ training occurs in the company’s premises while ‘off-the-job’ training occurs in other learning centres such as colleges. For example, both Dan and Kurt are attending college but still receive training in the company. Another difference is that ‘off-the-job’ training is mainly theoretical while ‘on-the job’ training involves putting the theory into practice. For instance, Dan puts the theory on metallurgy/ultrasonics (which he learns in college) into practice while at the company by scanning for cracks in the metals.
Analyse the statement by chief executive Graham Honeyman. What do you think he considers to be the key benefits of apprenticeships? (6 marks) A key benefit of apprenticeship according to Honeyman is the improvement and perfection of future working skills of apprentices. This will ensure that a sufficient poll of skill is available for the company in the future. Consequent benefits of this will be more efficient production capacity for the company as well the ability to handle new and demanding tasks.
Evaluate the different training programmes described. What do you think makes each effective? Give reasons for your answer. (8 marks) Dan left his A-levels with zero experience in engineering but is currently on a BTEC level three in materials engineering with practical working experience such as checking for cracks in metal. The effectiveness of the program in his case is as a result of having theoretical training in college which he applies at the job site. This is in addition to the knowledge he gains from consulting older, more experienced employees. Kurt’s training program is also beneficial since he started with no practical experience after completing a foundation course in engineering but can now perform actual job tasks in SFIL. The program is effective in his case because he is learning relevant manufacturing engineering in a college nearby, which is giving him theoretical knowledge that is useful for his role of controlling the temperature of the furnace. Rebecca has also made huge progress in her training in Business and administration in the company, having joined with no experience. This also shows the effectiveness of the program which in this case is due to the experience gained by working at the actual work site performing the demands of her training like purchasing and organizing meetings. The effectiveness is also as a result of being assessed by her tutor based on her task performance on the work site.
